How can we move towards inclusion with determination and care?

I know from personal experience how symbolic my role can be for other women of color progressing their careers. But we shouldn’t make it marginalized groups’ responsibility to be their own advocates. 

We need all leaders to promote diversity, equity, and inclusion (DE&I) in the workplace – especially those who are currently part of the dominant power structure. Their participation is fundamental to creating an environment where DE&I issues are championed, and where, ultimately, more people of color and women can take a seat at the table.

Along the way, we must not fall into the trap of perpetuating an ‘us versus them’ narrative. Otherwise, we will struggle to have difficult conversations, and inequality will continue. So how do we avoid alienating each other and making everything worse?

In my experience it starts by leading with authenticity and recognizing the opportunity that we, as leaders, must make room at the table for more voices. This can be challenging at times when it means bringing long avoided or uncomfortable but necessary conversations to the workplace and the boardroom.

It also requires us to see other people as human beings – as someone who could be a sister, or father, or daughter. Only then are we likely to become determined to be part of the solution because we can start to understand what it might feel like to live their lives.

Empathy is the answer. And it starts with us. This is why, at Sodexo, we’re investing more in empathetic and inclusive leadership training.

Leaders and their employees both have a role to play in moving the DE&I agenda forward with care. Yes, there must be vision, commitment, and transparency from the very top to advance inclusion in the workplace. But we must not forget the even greater power of those who uphold and sustain those standards from the ground up.

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